First things first:

• If you wish to play around with the model and do not intend to take the assessment seriously, do not proceed to the next pages. We want to publish anonymous results every now and then and it takes a lot of time to remove bogus data. If you are a student you can enter this during registration. Otherwise here is a great alternative.
• Take the assessment in one go, without interruption.
• Do not open new windows or tabs during the assessment.
• Do not use the browsers' Back/Forward button. Instead use the horizontal navigation bar at the top of the page.

Assess the six aspects twice

The OCAI assessment is based on six key dimensions of culture that were found to make a difference in organizational success. You’re going to assess them twice.

You first rate the organization in its current state.
Next, you respond to the six culture aspects as you would prefer your organization to be in five years, in order to be successful.

Divide 100 points

Assessing each aspect, you divide 100 points among four alternatives. Give a higher number of points to the alternative that is most similar to your organization and less or no points to the alternative that is least similar to your organization.
Be sure that your total equals 100 for each item. The integrated calculator will help you divide these 100 points exactly.

Follow your first impulse

When it comes to rating the alternatives, follow the spirit rather than the letter. Stay with your first impulse: it is usually correct.

In completing the assessment, you will be providing a picture of the fundamental assumptions on which your organization operates and the values that characterize it. There are no right or wrong answers for these items—just as there is no right or wrong culture.

Focus on the “right” organization

You are asked to rate your “organization.” So what organization should you keep in mind? Is it your immediate team, your subunit, the overall organization, or just your headquarters?

Since you’re an individual participant, please focus on the cultural unit that is the target for change. Keep in mind an organizational unit that can be affected by your change strategy. A large corporation as a whole is too complex. Defining its overall culture is probably not practical or useful, since there are so many subcultures in different departments.

If you have more questions, you might want to read the FAQ. But, sometimes, knowing too much doesn’t help…. Then just start assessing your organization’s culture and go with your instincts. Things will become clear along the way.
Good luck!